Creating a Learning-Centric Organisation Through Transformative Learning and Development

Kym Nelson


Learning through a puzzle

In the ever-changing realm of modern business, staying ahead of the curve is no longer a luxury but a necessity. Amidst this reality, establishing a learning-centric organisation stands out as a key foundation for achieving sustained success and resilience. There is a need for continuous learning and development to be intertwined with an organisation’s culture that goes beyond becoming a strategic initiative to meet short-term goals. As a result, leaders should cultivate a dynamic environment where growth, innovation, and employee satisfaction not only coexist but thrive harmoniously. From fostering a culture of perpetual learning to driving innovation, creating a learning-centric organisation through transformative learning and development can pave the way for long-term success that simultaneously empowers its individuals.

Transformative learning refers to the process through which individuals undergo profound shifts in their perspectives, beliefs, and understanding of the world. It involves a fundamental re-evaluation of one’s assumptions, values, and ways of thinking, often leading to significant personal growth and development.

Some strategies to implement include:

  • Fostering an atmosphere of trust, respect and openness, encouraging diverse perspectives without fear of judgement or reprisal.

  • Design learning activities that encourage individuals to critically reflect on their beliefs, values and experiences. Examples could be journalling, group discussions or guided introspective exercises.

  • Present thought-provoking scenarios that may disrupt their existing ways of thinking. By introducing Disorienting Dilemmas in can prompt individuals to seek new ways of making sense of their experiences.

  • Provide opportunities to explore different perspectives, group up with others who hold different viewpoints and encourage debate or experiential learning activities to explore diversity of thinking.

  • Foster active engagement through hands on activities, collaborative projects, problem-solving tasks and real-world applications. Empower the individuals to test assumptions and reflect on outcomes.

  • Support self-directed learning by encouraging self-directed inquiry and deeper understanding of their topic of interest.

  • Help individuals integrate new insights and perspectives into their existing knowledge frameworks and personal experiences. Consider the implications of their transformed understanding and explore how they enact positive change into their lives and communities.

  • Evaluate learning outcomes both through factual knowledge but also in terms of critical thinking skills, self-awareness, empathy and ability to engage in perspective transformation.

  • Provide ongoing support and feedback by being responsive to their needs, concerns and insights and guidance to overcome any challenges they may face.

  • Promote lifelong learning and growth by instilling the value of continuous self-reflection, curiosity and openness to new ideas and perspectives.

A learning-centric organisation unveils a transformative paradigm in today’s fiercely competitive business landscape. At its core, it prioritises continuous learning and development as strategic imperatives, allowing for innovation and adaptability to occur. Demonstrated success in transformative learning is proven to increase employee’s self-awareness, critical thinking skills and problem-solving abilities. All key differentiators in this fast-paced, modern, and competitive world. Perhaps the most significant indicator of success in transformative learning is the sustainability of the change achieved. Individuals and organisations that have successfully undergone transformative learning in a learning-centric environment have seen improvement in diversity and inclusion, communication and collaboration and enhanced collective resilience and adaptability across the organisation.

OnTalent have partnered with many an organisation on this journey and can support in designing and facilitating bespoke workshops that provide the platform for your people. As organisations invest in interactive learning programs and personalised development paths, they not only equip their workforce with essential skills but also nurture a culture of engagement and purpose. In essence, the commitment to transformative learning and development can be foundational for enduring success, fortifying a learning-centric organisation against the challenges of today’s business world.

Kym Nelson is a Careers and Leadership Development Consultant with 20 years of experience in leading HR and recruitment teams in a variety of industries. Kym partners with organisations to achieve alignment between HR objectives and wider business goals, build organisational and workforce capabilities, and collaboratively design and execute business/HR strategies to deliver critical outcomes. You can contact Kym at [email protected].

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